maintaining the Tanglewood philosophy that is founded in excellent customer service. The media method of recruiting is more open as it does not target any particular demographic other than radio listeners‚ newspaper readers‚ or those who watch television. This method will result in people of all educational and professional backgrounds receiving the message. The referrals method of recruiting is a targeted method as current employees are the ones referring potential candidates‚ thus the only people
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5 points each) * Conclusion/Summary (5 points) * Format/Paper Quality (5 points) Tanglewood Case – Assignment #2 (Case 3) – Due Week 4 | Objective | Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees. Before making any new recruiting effort‚ an organization needs to carefully consider the methods
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a. planning b. organizing c. motivating d. leading e. staffing (a; easy) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate) 5. Lin spends most of her time at work setting goals and standards and developing
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personnel‚ prior to using online applications and email recruiting efforts to attract new applicants‚ the Navy Recruiting District (NRD) Montgomery Officer Programs (OPO) Department was ranked dead last out of 31 districts nationwide near the end of fiscal year 2003. Within 12 months of implementing the new online recruiting system‚ the NRD Montgomery elevated its national standing to as high as 2nd place overall during fiscal year 2004. The same metrics were used in both 2003 and 2004; however‚ it is sometimes
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its recruitment policies Introduction If the recruiters are thinking of creating a congruent and authentic employment brand which can help your organization attract‚ retain and repel employees‚ there comes the relevance of the word “green recruiting”. Recruiting‚ the most important function of HR‚ which entails attracting the right person for the right job at the right time‚ is changing its color. Organizations are trying to tap every bit of opportunity‚ wanting to look different and make a good impression
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hiring; this is a continuous recruiting effort because even as positions are being filled‚ new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. 2. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting‚ using the information in
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change Ford’s culture to one that is based on increased accountability‚ more information sharing‚ and hard metrics. “You can’t manage a secret‚” he is also fond of saying. Although it’s not clear whether Mulally’s approach will work at Ford‚ which is known for its self-contained fiefdoms where little information is shared‚ some companies have found that managing people according to hard metrics has paid off. Consider Freescale Semiconductor‚ a computer chip manufacturer based in Austin‚ Texas. Freescale
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Tanglewood Case Study Three: Recruiting Introduction The following report is submitted to the Staffing Services Director on recruiting at Tanglewood. Task 1: Develop a recruitment guide using Exhibit 5.3 in the textbook as the format. Recruitment Guide for Store Associate Position: Store Associate Reports to: Shift Leader Qualifications: -- High school diploma or equivalent Prior retail experience is preferred Relevant Labor Market: Pacific Northwest Timeline: Continuous Activities
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Scanning: How to Do It and What to Look For 15. Assessing the Internal Workforce for HR Planning 16. Forecasting HR Supply and Demand 17. HR Planning in Mergers and Acquisitions 18. Managing a HR Surplus Situation 19. Measuring HR Effectiveness Using HR Metrics 20. The Psychological Contract: The Changing Nature of Employee-Employer Expectations 21. Generational Differences: Challenges for the Organization 22. Understanding Job Satisfaction‚ Loyalty‚ and Commitment 23. Understanding‚ Measuring
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increasingly higher administrative control of such systems. Currently Human Resource Management Systems encompass: 1. Payroll 2. Work Time 3. Performance Appraisal 4. Benefits Administration 5. HR management Information system 6. Recruiting/Learning Management # Training System 7. Performance Record 8. Employee Self-Service 2.1 Payroll Module The payroll module automates the pay process by gathering data on employee time and attendance‚ calculating various deductions and
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